Provides that the court shall not reduce jury awards as excessive in employment discrimination actions unless the court finds exceptional circumstances which compel the conclusion that the jury was influenced by partiality, prejudice, mistake or corruption.
This bill requires employers with 20+ full-time permanent employees to create a written workplace violence prevention program that includes specific training to address abusive conduct and bullying. The program must identify workplace risks (like working alone or public-facing roles) and detail prevention methods, such as conflict resolution training and reporting systems for aggressive behavior. Employees must receive annual training on recognizing and reporting bullying, understanding workplace risks, and using safety measures like emergency procedures and security devices. The law applies to all covered employers statewide and takes effect 180 days after enactment.
Relates to increasing the earnings limitation for positions of public service; increases the earnings limitation from $35,000 to $65,000 in 2027 and thereafter.
Requires the department of labor to provide a document on workplace rights to any minor seeking working papers and to make such document available in other languages and to school officials who issue working papers.
Prohibits an employer, licensing agency or employment agency from requesting or requiring that a prospective employee disclose their age, date of birth or date of graduation from an educational institution on an initial employment application or during an interview, except in the case of a bona fide occupational qualification or need.
Clarifies the standard for intentional discrimination or retaliation claims by requiring a person or persons prove that an unlawful motivation was a motivating factor and not "the sole motivating factor" or a "but-for cause" of the challenged treatment.
Extends paid family leave benefits to certain construction employees who shall be eligible for family leave benefits if they were employed for at least twenty-six of the last thirty-nine weeks by any covered employer which is signatory to a collective bargaining agreement; relates to the effectiveness thereof.
Provides that an operational safety plan developed by the office of parks, recreation and historic preservation shall require that any employee check in with the incident commander or safety officer for incident specific procedures prior to taking any action at the incident location; provides that when deployment occurs in coordination with one or more other entities, and the office of parks, recreation and historic preservation is not the lead response agency, the office of parks, recreation and historic preservation shall make reasonable efforts to ensure that employees are provided with the incident specific operational safety plan developed by the lead agency and/or incident commander.
This bill establishes legal confidentiality for conversations between police officers and peer support specialists during official counseling sessions. It directly affects law enforcement officers seeking mental health support and the peer support specialists who provide it. Key provisions prohibit disclosing session details unless there's a specific threat of suicide, self-harm, violence, or child abuse - allowing limited disclosure only to prevent harm. Officers must receive written notice before sessions explaining these confidentiality rules and exceptions. The law ensures peer support communications remain private except in clearly defined safety emergencies.
This bill prohibits employers - including businesses, state agencies, and political subdivisions - from using an applicant's or employee's credit history for hiring, firing, or licensing decisions. It defines "employer" broadly to cover all entities with employees, including the state. The only exception allows credit checks for high-trust positions (e.g., government roles requiring public trust) if specifically approved by a state commission. This replaces prior legislation that had similar restrictions but different wording.
